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How to Develop and Retain Talent During the Pandemic

February 1st, 2021 | Posted by ATS in ATS TimeWork OnDemand | Career | Digital | Employee Productivity | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | IRIS Scan | Talent Management | Time and Attendance Blog, Workforce Management Software | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on How to Develop and Retain Talent During the Pandemic)

The coronavirus pandemic has forced business executives to anticipate and adapt to change—while navigating talent shortages and a shaky economy. And,while promises of cushy perks and pay are often used to compete for top talent— some employers struggle to develop and retain new hires.

How Talent Development Makes a Positive Impact on Your Business is an article written by, Jori Hamilton for online publication, Talent Culture. She offers the following tips on employee development:

Performance
Talent development is not only the key to retaining employees; it can also be instrumental in improving performance. This doesn’t just mean that your attention to their growth results in greater productivity — although that certainly occurs by acquiring new skills and understanding of productivity techniques. However, when your employees see you’re making efforts to support their growth, they tend to be more engaged with the efficient operation of the business. 

Innovation
One of the main errors a business can make is becoming stagnant. In the digital age, the world frequently changes. That often means that to retain the competitive edge, we must innovate. Talent development can introduce employees to new skills and new ways of thinking about the challenges they face – and overcoming them. As such, it is an essential element in building a sustainable culture of innovation within your company.

Company Insight
Provide them with opportunities to better understand the company; what it’s good at, and the not so good. This can include shadowing leadership, attending meetings, and being encouraged to ask questions (and being given honest answers). This helps the growth of new corporate operations skills and incentivizes deeper engagement within the company. 

Diversity
Innovation requires access to multiple perspectives and experiences. Studies show that companies that prioritize diversity tend to perform better than their more monocultural competitors. So, your talent development program must commit to nurturing diversity. Undoubtedly, part of this approach is ensuring a range of voices has opportunities to work with you. However, it’s also about encouraging those in the program to value diverse perspectives and adjust their own viewpoints accordingly. 

Curiosity 
Helping employees follow their curiosity, both within and outside of the business, is a cornerstone of talent development. Give employees opportunities to train with other departments and company time to work on personal projects. Add coaching to ensure employees feel guided and supported. By giving them space to explore and experiment, and encourage them even when they fail, you provide the tools necessary to contribute to innovation — and the confidence to experiment.

Loyalty
One of the greatest assets for any business is loyalty. Employees who feel connected to and supported by their company are more likely to stick with them in the long run. Loyalty isn’t about simple retention, though; it also means a dedication to the company’s ideals and becoming leaders who embody them. Employee development helps to both guide this process and reinforces the reasons why they should maintain their commitment. So, your talent development program must begin at onboarding. 

Bottomline: So, what’s the key to developing and retaining talent? When leaders open the lines of communication and address each employee personally— it can help employees shape their learning and long-term contributions to the company, for the better.

To learn about ATS go to our website, where you can gain access to a product tour of our cloud HCM application. And, to reach us by phone, call 866.294.2467.

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5 Ways To Reduce Security Risks For Your Remote Workforce

September 22nd, 2020 | Posted by ATS in Cloud Based Time Management Solution | Cloud Time and Attendance | Digital | Employee Productivity | Remote Work | Time and Attendance Blog, Workforce Management Software - (Comments Off on 5 Ways To Reduce Security Risks For Your Remote Workforce)

As companies adjust to the new reality of their employees working from home in response to COVID-19, identifying security needs rests on the shoulders of overworked IT departments. Before the pandemic, a small cohort, of the North American workforce, had transitioned to working remotely, whether as freelancers or corporations.

Today and likely for the foreseeable future, several companies have adopted the work from home policy for its employees, thus leaving themselves open to cyber security issues. And, this is where the importance of a company’s IT department skillsets is needed most because, if employees are too relaxed about security compliance, it can put an entire company at risk for cyber threats.

This article by Scarlett Rose, titled 5 Cybersecurity Strategies to Assist Your Remote Workforce makes the case, that companies must employ IT strategies to keep their data safe. It reads in part,

Provide Cyber Security Training to Employees: Here’s how you can ensure the cybersecurity of your organization while working remotely. One of the best cybersecurity strategies to assist your remote workforce is by providing detailed information about the latest cybersecurity threats that can steal sensitive information. Cybercriminals can hack and steal critical information from employees using phishing emails, voicemails (vising), text messages (smishing), and more.

Secure all Digital Communications: Securing all digital communications is one of the ways to prevent cyber threats during the pandemic. Make sure that all employee and client communications existing in the network are encrypted. Keep a security check and complete control over the security of these communication channels. If possible, provide all the tools that your employees need to exchange information.

Use Managed File Transfer (MFT) Software: Let’s continue our discussion on the major cybersecurity strategies to assist your remote workforce. The use of Managed File Transfer (MFT) Software is one of the most important tips to enhance cybersecurity while remote working. Cybercriminals can easily hack your employees’ email accounts in order to get unauthorized access to the email accounts of your employees. This is why most of the business organizations use the MFT software as a preferred option for file transfer.

Reinforce Endpoint Security: Let’s read more on Cybersecurity tips to follow while working remotely. Here is one of the most commonly adopted cybersecurity strategies to assist your Remote Workforce. The devices being used by your employees act as a potential entry point for hackers to infiltrate your business network.

Therefore, it is important to ensure that these enterprise endpoints are well-protected and safeguarded from cyber-attacks such as phishing attacks, malware, and more. Most of the Cybersecurity attacks start at endpoints, such as workstations or mobile devices, and then pivot to critical data sources on servers. This is why organizations these days can be seen spending more on protecting endpoints security than ever before.

Establish Secure Connections: The employees should connect to your internal servers via a VPN connection, which encrypts all the data that is being transmitted. Doing this makes the entire data unreadable to anyone who intercepts it, thus ensuring the safety of your data.

Moreover, make sure that your employees take the necessary steps to secure their routers. Make use of a strong password protocol and multi-factor authentication. Most of the systems are breached because hackers often steal the employee’s login credentials and use it to infiltrate the whole network.

Bottomline: Organizations should have strong systems and processes in place to ensure business continuity. And, even if its only part of your workforce that works remotely, you should take the time to think about the security of your network and have a policy in place, that spells how everyone should use it when logging into your network.

About ATS
ATS offers a broad portfolio of time and attendance solutions that streamlines the collection, calculation, and reporting of employee hours for workforce management and eliminates the manual tasks of payroll preparation, increasing efficiency and reducing errors in corporate payroll departments.

Thousands of organizations across North, Central and South America and Europe- including more than half of the Fortune 500 – use ATS TimeWork OnDemand, Workforce Planning, Employee Scheduling HR and payroll solutions to manage their workforce.

To reach an account representative by phone call: 866.294. 2467 or to download a demo go to our website.

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Managing Risk During A Pandemic: How To Bring Employees Back

June 25th, 2020 | Posted by ATS in Career | Contactless Time Clocks | Employee Productivity | Employee Self Service | Fingerprint Time And Attendance Canada | Fingerprint Time And Attendance Toronto | HR | Payroll | Time and Attendance Canada | Time and Attendance Toronto - (Comments Off on Managing Risk During A Pandemic: How To Bring Employees Back)

It’s a risky proposition yet, companies far and wide, are struggling with the decision of how, to bring employees back while making sure their health and safety remains intact. The economic fallout from COVID-19 have an economic blow to many businesses-and, unlike, other disasters (natural or otherwise,) such as IT outage or an extreme weather event, this global pandemic does not have a definitive end in sight.

If, like many businesses, you are in the processing of bringing some or all of your employees back to the office, here are some tips from an article titled Ready to Bring Employees Back to the Workplace? Here Are 12 Things to Consider from Sharlyn Lauby of HR Bartender

Before employees return
Organizations will want to consider these activities before the first employee comes back to the work environment. It’s possible that some of them are already in motion, especially if you’ve had employees occasionally visiting the office space while most employees are working remotely.

  • Put together an “opening team.” The team’s first task should be to understand what the requirements are for your geographic area and industry in terms of safety requirements (i.e. numbers of employees allowed onsite, customer capacity, distancing requirements, etc.)
  • Look at the work layout. Discuss what should be done with workspaces to permit proper distancing. This includes individual desks, conference rooms, employee break areas, as well as customer areas.
  • Talk with legal and risk management. Find out the answers to questions about bringing back employees from furlough or terminated status. Be prepared to address onsite testing as well as contact tracing policies and procedures.
  • Ask managers to begin talking with employees about returning to work. Find out if managers have any questions that will need to be addressed. Consider giving employees who are apprehensive about returning some additional time working remotely. 

During the employees’ return
I’m sure there will be a phase-in period where employees start showing up to the office. It’s also possible that employees might work in a transition phase where they spend a couple of days working remotely and then a couple of days in the office. Workplaces will have to be flexible during this time.

  • Establish a monitoring committee. This group will have a different task from the opening team and could be in place longer. This committee will be responsible for monitoring local updates and communicating to employees any changes in protocols. 
  • Create a welcome letter. This correspondence can be done via email or video and it’s designed to tell employees what to expect in the new office environment. In fact, it could make sense to have a general message from the CEO and another one from the employee’s direct manager. 
  • Give managers flexibility. Speaking of managers, it might be helpful to give them more flexibility than usual in offering employees staggered shifts, flexible work hours, and the ability to approve remote work. 
  • Put a procedure in place for employees to express their concerns. No one wants employees to choose between their safety and their job. Let employees know if they see something that makes them uncomfortable, how they should address it. The goal here isn’t to get people into trouble. It’s to keep everyone safe. 

After most employees have returned
As more employees return to the office, the organization will want to figure out how to get back to “normal”. Frankly, employees will be looking for that as well. It helps everyone stay focused and productive. 

  • At this point, organizations might be thinking about business travel. It might be necessary to redefine what’s considered essential and non-essential business travel. Some of this might tie into a revised budget.
  • Evaluate technology needs. Hopefully, we won’t face another pandemic, but employees might need better technology that gives them the ability to be productive while working remotely. Make sure they have the right technology to support their work.
  • Conduct a debrief. Organizations will hear that the government is permitting them to do something but that “something” may/may not be best for the organizations’ business model and employees. Companies will have to start deciding how – as restrictions are relaxed – they will make decisions.
  • Finally, put together an emergency plan for next time. Again, hopefully you’ll never have to use it. While all of these thoughts are fresh in everyone’s mind, put a plan on paper.

Bottomline: The COVID-19 pandemic “new normal” has forced business leaders and their HR departments into some of the most challenging times on record-whether its adapting to new workforce demands, managing dispersed teams or maintaining employee engagement in a time of volatility.

To learn more about ATS you can register for our next webinar. To download a demo of our time and attendance app or reach us by phone call; 866.294.2467.

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Benefits Of Working At A Standing Desk

May 9th, 2018 | Posted by ATS in Benefit Accruals | Careers | Time and Attendance Blog, Workforce Management Software - (Comments Off on Benefits Of Working At A Standing Desk)

Despite numerous published reports (including ones from the European Association for the Study of Diabetes) about the health hazards of sitting for long stretches at a time each day, in front of computer screens with without taking occasional breaks, the practice continues in organizations, small and large alike. If there are no changes to these behaviours, experts predict, healthcare costs will continue to rise.

In his article, for Smithsonianmag.com, titled ‘Five Health Benefits of Standing Desks’ Joseph Stromberg, offers some suggestions that, could help curb this issue, They include:

“Reduced Risk of Obesity
Levine’s research began as an investigation into an age-old health question: why some people gain weight and others don’t. He and colleagues recruited a group of office workers who engaged in little routine exercise, put them all on an identical diet that contained about 1000 more calories than they’d been consuming previously and forbid them from changing their exercise habits. But despite the standardized diet and exercise regimens, some participants gained weight, while others stayed slim.

Benefits Of Working At A Standing Desk

Lower Long-Term Mortality Risk
Because of the reduced chance of obesity, diabetes, cardiovascular disease and cancer, a number of studies have found strong correlations between the amount of time a person spends sitting and his or her chance of dying within a given period of time.A 2010 Australian study, for instance, found that for each extra hour participants spent sitting daily, their overall risk of dying during the study period (seven years) increased by 11 percent. A 2012 study found that if the average American reduced his or her sitting time to three hours per day, life expectancy would climb by two years.

Reduced Risk of Cardiovascular Disease
Scientific evidence that sitting is bad for the cardiovascular system goes all the way back to the 1950s, when British researchers compared rates of heart disease in London bus drivers (who sit) and bus conductors (who stand) and found that the former group experienced far more heart attacks and other problems than the latter.

Since, scientists have found that adults who spend two more hours per day sitting have a 125 percent increased risk of health problems related to cardiovascular disease, including chest pain and heart attacks. Other work has found that men who spend more than five hours per day sitting outside of work and get limited exercise were at twice the risk of heart failure as those who exercise often and sit fewer than two hours daily outside of the office. Even when the researchers controlled for the amount of exercise, excessive sitters were still 34 percent more likely to develop heart failure than those who were standing or moving”.

Bottom Line:
Too much sitting for long periods is bad for your health and can result in a variety of ailments. And if you happen to be in a job that requires a lot sitting through the day, it does not help. The good news- as attitudes shift, consumer demand emerges, companies will take heed. And for those companies who do not have standing desks, yet, hopefully, they will encourage employees to take more breaks and/or stand after 20 or 30 minutes of sitting. Change always moves slowly.

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Are Employees Happier After A Meal Or Rest Break?

April 20th, 2017 | Posted by ATS in Career | Employee Productivity | Time and Attendance Blog, Workforce Management Software - (Comments Off on Are Employees Happier After A Meal Or Rest Break?)

The easy answer to this question is a resounding yes!  Which company in their right mind would deny its employees a meal and break and expect them to be productive, let alone happy? If there are companies out there that exhibit this pattern of behaviour, they are likely in the minority however, sooner or later, they will be found out. Most smart business leaders know that corporate profits will not increase with a tired and unproductive workforce.

Below is a list of 5 good reasons why meal and rest breaks help employees. It can also be applied, to the do-gooder of an employee who refuses to take breaks and have to be nagged by their manager to do so.

This list of reasons to take a lunch break is from an article, published by Belle Beth Cooper, co-founder of Exist for the online magazine Fast Company. We have rearranged their order of appearance:

  1. Spend time in nature to refresh your attention span
    To come back refreshed after a lunch break, spend some time in nature. Studies have shown that a walk in a quiet park is sufficient to refresh our attention spans so we can return to work with renewed focus. (A walk down a city street, on the other hand, was found to require so much attention to complete that it didn’t let the brain relax fully.)
  1. Take a real break for greater concentration
    Of all the ways to use your lunch break to set yourself up for a great afternoon, the most important might be, well, actually taking a break. In many industries, lunch breaks are getting shorter and shorter, or even nonexistent. These days, only one in five office workers reports taking an actual lunch break away from their desk, according to a survey by workplace consulting group Right Management.Are Employees Happier After A Meal Or Rest Break?
  1. Move to a café after lunch for improved creativity
    There are a couple of reasons working from a café could be a good change for your afternoon work period. Firstly, the ambient sound of a café has been shown to be the most beneficial sound level for creativity. Moderate noise levels, unlike silence or a noisy environment, increase processing difficulty just enough to push us out of our comfort zones and into more creative thinking.
  1. Eat! (The right foods for better brain function)
    OK, this one might seem obvious. But even if you’re trying to lose weight or run errands on your lunch break, don’t skip on eating a midday meal, or at least a snack. Your nutrition–particularly your glucose intake–will decide your productivity for the rest of the day.Are Employees Happier After A Meal Or Rest Break?
  1. Work out–the afternoon is the best time for exercise
    Another thing determined by our body clocks is the best time to work out. You’ll want a late lunch break to fit this one in as well: physical performance is generally highest, and the risk of injury lowest, from 3-6 p.m. Plus, from 2-6 p.m., muscle strength is at its peak, and even your lungs perform better in the late afternoon than at midday.

Are Employees Happier After A Meal Or Rest Break?

As illustrated by the above mentioned reasons, the benefits of taking meal breaks are both healthy and productive. In fact, studies show that just getting away from the desk and hanging out with coworkers during your lunch break can boost your mood.

ATS Time and Attendance solutions are designed around the unique operational needs of different industries and are available in the cloud, hosted, or on premises. Customers can better manage complexity and focus on core growth activities.

To learn more call; 866.294.2467 or go to our website to download a demonstration of ATS TimeWork OnDemand.

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The Data Shows Employees Go To Work Even When They Know They Are Sick

December 15th, 2016 | Posted by Apex Time Solutions in Benefit Accruals | Cloud Computing | Telecommuting Employees | Time and Attendance Blog, Workforce Management Software | Time and Attendance On-Demand - (Comments Off on The Data Shows Employees Go To Work Even When They Know They Are Sick)

Have you ever wonder why your sick coworker chose to come to work? This behaviour continues to confound experts who lament that employees would do well to stay away from work when they are sick. Most of us know when we are too sick to work, yet we push ourselves and end up working too much and, by doing so, we may in fact, be prolonging our recovery time. And, to top it off studies have shown that a lack of sleep can weaken our immune system and make us more susceptible to colds.

The Data Shows Employees Go To Work Even When They Know They Are Sick

According to a recent survey by Monster, and highlighted in an article by Lily Martis,  a whopping 75% of employees chose to go to work despite being sick. The article reads in part; “In the survey, conducted globally, we found 20% of respondents said they always go to work when they’re ill, and 55% of respondents said they’d only take a sick day if their symptoms are severe. Just one-quarter of the respondents said they’d stay home and either work from home (10%) or take the day off (15%)”.

Most experts agree that if you work for an unreasonable boss or and have to go in to work, try to keep your distance from others, wash or sanitize your hands often, and cover coughs and sneezes with a sleeve or elbow. You can also cover with a tissue but be sure to throw it away immediately and then wash your hands. You can also suggest telecommuting to your manager, for a short period so your co workers are not subjected to your constant sneezing. And, if your manager is concerned about tracking your time while you are working from home, there are a few modern tools including; video conferencing and cloud computing time tracking methodologies. Emailing your manager every hour or so, with an update on projects you are working on, while telecommuting should put her mind at ease.

 

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3 Tips To Keep Your Employees Engaged During The Holiday Season

December 12th, 2016 | Posted by Apex Time Solutions in Absence Management | Employee Scheduling | Employee Time and Attendance | Forecasting | Leave Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on 3 Tips To Keep Your Employees Engaged During The Holiday Season)

The Christmas Holiday season is here, which often means, your employees are fully engaged in preparing and maybe dreading for their family and other social events with friends. This is also the time of year when many companies take time to assess their sales figures of the past year and also prepare their budgets and financial goals for the New Year.

While employers expect their employees to be fully engaged at work, this can be difficult during the Holiday season since many are likely lost in the business of their lives outside of work, and will perhaps, lack proper motivation and energy to perform their best work. This is a natural and happens in many other organizations and thus, should not, however, be cause for alarm but rather seen as a way to keep your employees motivated.

3 Tips To Keep Your Employees Engaged During The Holiday Season

Here are 3 tips to help you keep your employees motivated during the holiday season:

Create a wow factor in the office– Bring some Holiday cheer to the office! Once a week during the holiday season, setup a table in the company’s cafeteria with free hot beverages and some light snacks. Everyone loves cookies and other holiday treats this time of the year. Hang up some garlands around the office and tune your radio/stereo system to a station that plays holiday music. In short, create a festive environment that your employees will look forward to each day.

Don’t be a scrooge- This is a time to embody compassion. Be cognizant that your employees will understandably be stressed during the holiday season and, for various reasons. To that end, make your employees schedules a bit friendlier, by offering flextime or and giving them an opportunity to work from home for a couple of days during the week. You will be viewed a wonderful boss and your company will reap the benefits of a happier workforce place and productive employees.

 Highlight your company’s year-end results and New Years goals- Did your company meet or exceed its financial goals of the past twelve months? If so, share the news with the employees whether your met those goals or not. Do not use this time to point out under-performers at your company. If you have an underachieving sales person, have a private conversation with them. You should however, focus on what the company’s goals were for the past year and where you fell short if, in fact, you did. Conversely share the good news if you beat expectations and discuss the targets for the New Year.

Bottom-line- This holiday, aim to create an atmosphere of acceptance, camaraderie and unity, and you can bet your employees will feel more motivated to complete their work. Remember, your employees are your greatest asset and no company can be viable without a happy and productive workforce.

 

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Wouldn’t It Be Wonderful If We All Had Great Bosses?

November 28th, 2016 | Posted by Apex Time Solutions in Absence Management | Benefit Accruals | Employee Scheduling | Employee Self Service - (Comments Off on Wouldn’t It Be Wonderful If We All Had Great Bosses?)

Since the world is not perfect and that includes human beings, it is highly unlikely we are all going to have great bosses. After all, bosses human and like us, have their own share of flaws. There is no denying there are some individuals who serve, in a role as a boss and are horrible at it. The flip side to that are bosses, who are compassionate, take care of their employees and can be a dream to work with.

Wouldn’t It Be Wonderful If We All Had Great Bosses?

In a recent blog post titled ‘5 Traits Employees Want In a Boss’ and based on a study by the Dale Carnegie Training  Business News Daily Senior Writer Chad Brooks lays out five qualities that employees look for in a boss:

  1. “Encourages improvement: Nearly 80 percent of the employees surveyed said inspiring leaders encourage and help employees improve.
  2. Gives praise and appreciation: Nearly three-quarters of the workers surveyed said great bosses praise and express appreciation for employees’ work.
  3. Recognizes improvement: More than 70 percent of employees said one of the most important traits of a boss is acknowledging when workers’ performance has improved.
  4. Acknowledges own shortfalls before criticizing: The study found that 68 percent of employees are motivated by bosses who, rather than criticizing others, recognize their own shortcomings.
  5. Allow employees to save face: 60 percent of workers said they appreciate a boss who gives them a chance to make up for their errors, instead of embarrassing employees when they have made mistakes.”

We all know that not every boss posses these five qualities. Sometimes, we might find a boss with some or more of these qualities either in our first job or several jobs later in life. But for many people, having a great boss is the exception, and not the rule.

To learn about ATS product offerings including our time and attendance solutions, go to our website.

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Are Gym Memberships And Other Perks Good Recruiting Tools, To Attract And Retain Talent?

August 9th, 2016 | Posted by Apex Time Solutions in Absence Management | Benefit Accruals | Employee Self Service | Leave Management | Time and Attendance Blog, Workforce Management Software - (Comments Off on Are Gym Memberships And Other Perks Good Recruiting Tools, To Attract And Retain Talent?)

The recruitment practices of 20 years ago, no longer work and many of today’s companies are acutely aware of this and, as a result, offer rewards programs to recruit and retain talent. And, let’s face it, how many people are actually going to turn down; playing pool once a week, a one year yoga or gym membership or having lunch once or twice a week, all paid for by their employer?

Are Gym Memberships And Other Perks Good Recruiting Tools, To Attract And Retain Talent?

A recent article titled ‘The 44 Healthiest Companies to Work for in America’ by Abigale Thorpe for Greatist, describes in detail, some of the perks that several companies offer their employees. In no particular order, here is a list of 5 companies from the article:

Honest Tea
In addition to sipping delicious tea, all 40 employees are invited to stock up their pantries and fridges with quarterly Whole Foods gift certificates. Weekly organic fresh fruit delivery makes reaching for an apple or banana a natural habit. While you’re munching, take in one of the wellness seminars, ranging in topics from stress management to sleep habits. Boot camp is offered two times per week in-office after work, and a flexible schedule and commitment to company-wide volunteer days keeps employees feeling uplifted.

ALOHA
You might feel like you’re on vacation while taking full advantage of weekly yoga and meditation classes in the ALOHA office. The kitchen is always fully stocked with organic snacks, ALOHA’s healthy products are available to all 47 employees, and lunch is catered every Friday.

Pro Althe Inc.
Unlimited flex PTO, an on-site gym with a full-time personal trainer, access to yoga classes, and grocery store tours with a registered dietician are just a few of the perks this company’s 50 employees find on the job. Free laundry services, haircuts, massages, and cab and Uber rides are others—provided to make each employee’s home away from home as stress-free as possible. And when it comes to stress, you’d be hard-pressed to find it at the office, which has racquetball and basketball courts, a swimming pool, a bar and lounge, a game room, and a coffee shop.

inVentiv Health Public Relations Group
This PR company knows how to keep its 251 employees satisfied, with free daily lunch, chair massages, and yoga classes. And don’t forget the company-wide Thanksgiving potluck that reminds you coworkers are family too. Unlimited personal and sick days and three weeks paid vacation to start provide the downtime you need to keep living life, and the company’s VitaminC3 health program offers nutritional assistance, like cooking classes as well as physical fitness activities at the office, to keep you active between screen-staring stints.

Google
Google’s got you covered—and we’re not just referring to answering your every query. It provides on-site physicians and nurses for its 57,148 employees, as well as free legal advice and discounted legal services. In addition to a gourmet cafeteria, physical fitness programs, and on-site gyms, the company supplies a free shuttle service to employees in the Bay Area, and offers new parents paid time off and extra spending money to celebrate their little one. Headed out on vacay? No worries, Google provides travel insurance and emergency assistance (even for personal trips). Employees can also donate vacation days to coworkers who may need the extra days to take care of family emergencies.

Are Gym Memberships And Other Perks Good Recruiting Tools, To Attract And Retain Talent?

These perks, by these above mentioned companies gives the impression that you are in some sunny destination at all inclusive resort, and so, who would not jump at an opportunity work for a company that offered such great perks? One thing is certain, recruiting and retaining today’s employee, requires more than just a pay cheque, employee incentives are a good way to attract and retain talent.

And in conclusion, the old attitude that an employee is lucky to have a job and should not expect anything else, won’t sit well with the next generation of workers (millennials) who are going to replace many of today’s baby boomers.

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To learn about ATS solutions go to our website.

 

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Don’t Think A Healthy Compensation Will Retain Good Talent? Think Again

June 23rd, 2016 | Posted by Apex Time Solutions in Benefit Accruals | Employee Scheduling | Overtime | TimeWork - (Comments Off on Don’t Think A Healthy Compensation Will Retain Good Talent? Think Again)

It has been said that the financial crisis of 2008 has been used, by some companies to keep wages low. Some of have compared the 2008 financial crisis to the depression of the 1930s as being the same or worse. And, while the economy has somewhat gotten better, many workers are still fighting to get a decent wage. The companies who consistently choose to pay employees low wages are, for the most part, out of touch with reality and, the protests in the streets over the years, is an indication of how strongly many of these low-wage earners feel.

The issue of stagnant pay increase is also an issue for middle managers and an article by Christie Hunter Arscott for Harvard Business Review says as much. The title of the article “Why So Many Thirtysomething Women Are Leaving Your Company” focuses on the reasons why men and women alike leave a company. And, when you sift through the reasons, it pretty much boils down to regardless of the title we hold and whether it’s a man or a woman, everybody wants to be paid a decent wage, one that he/she is able to survive on.

Here are 3 tips from Christie Hunter Arscott article that companies can use to assess the wage structure as it pertains to its employees:

“Ask, don’t assume: Women in their thirties should play an integral role in developing talent retention strategies. Instead of talking about them, talk with them. Want to know why women are leaving your organization? Don’t assume. Ask them and then develop data-driven strategies based on these findings.

Address challenges beyond family and flexibility: While options for flexibility and work-life balance are important, the bottom line is that motherhood is not the primary reason why talented women are leaving organizations.

Propose women’s strategies as broader talent strategies: Gender appears to have little impact on an individual’s reasons for leaving an organization. This is good news for organizational leaders. There is less of a need to segment and complicate talent strategies by gender. Instead, there is the opportunity to create broad impact through strategies that address the desires of both mid-career women and men.”

Don’t Think A Healthy Compensation Will Retain Good Talent? Think Again

In conclusion, choosing to pay employees at the bottom-end of the scale will only lead to them leaving your company. And because the job market is tight, it’s very likely that the vacation position can be fill very quickly. However, sooner or later, companies who are known to have a high turnover rate, because of excessively low pay, will be avoided, even by those who are desperate for work. The good news is that the companies who pay their employees the poverty wages are in the minority-so, there is hope.

 

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